The 3 Month Appraisal Form is a crucial document used in Philippine organizations to evaluate employee performance during the initial phase of employment, typically coinciding with the first quarter of the probationary period. This document is designed in compliance with the Labor Code of the Philippines and DOLE guidelines, serving as an essential tool for measuring employee progress, identifying areas for improvement, and making informed decisions about continued employment. The form includes comprehensive evaluation criteria, performance metrics, and feedback mechanisms, ensuring a fair and transparent assessment process. It is particularly important in the context of Philippine employment law, which requires clear documentation of performance evaluations during the probationary period.
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1. Employee Information: Basic details including employee name, ID, position, department, and employment date
2. Evaluation Period: Specific dates covering the 3-month evaluation period
3. Performance Objectives: List of key performance objectives and targets set at the beginning of the period
4. Key Performance Indicators (KPIs): Specific measurable metrics used to evaluate performance
5. Core Competencies Assessment: Evaluation of fundamental job-related skills and behaviors
6. Achievement Summary: Overview of key accomplishments during the evaluation period
7. Areas for Improvement: Identification of development needs and growth opportunities
8. Overall Rating: Final performance rating based on predetermined scoring criteria
9. Comments Section: Space for both evaluator and employee comments
10. Acknowledgment and Signatures: Formal signing section for employee, supervisor, and HR representative
1. Training Needs Analysis: Assessment of required training or development programs, used when specific skill gaps are identified
2. Project-Specific Evaluation: Detailed assessment of specific projects handled during the period, included for project-based roles
3. Client/Stakeholder Feedback: Input from key stakeholders, relevant for customer-facing or collaborative roles
4. Career Development Plan: Future career progression planning, included for high-potential employees or when discussing advancement
5. Attendance and Punctuality Record: Detailed attendance analysis, included when attendance is a key performance factor
6. Language Proficiency Assessment: Evaluation of language skills, included for roles requiring multiple language capabilities
1. Rating Scale Guide: Detailed explanation of the performance rating system and scoring criteria
2. Competency Framework: Comprehensive list of competencies and their definitions specific to the role
3. KPI Calculation Methods: Detailed explanation of how each KPI is measured and calculated
4. Performance Improvement Plan Template: Standard template for documenting specific improvement actions if needed
5. Department-Specific Metrics: Specialized performance metrics relevant to specific departments or roles
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Information Technology
Manufacturing
Retail
Healthcare
Education
Business Process Outsourcing
Telecommunications
Construction
Hospitality
Professional Services
Public Sector
Non-Profit Organizations
Transportation and Logistics
Real Estate
Relevant Teams
Human Resources
Performance Management
Learning and Development
Employee Relations
Talent Acquisition
Operations
Department Leadership
Executive Management
Quality Assurance
Compliance
Relevant Roles
HR Manager
Department Manager
Team Leader
Supervisor
Performance Management Specialist
HR Business Partner
Training and Development Manager
Recruitment Manager
Operations Manager
Line Manager
Project Manager
Department Head
Chief Human Resources Officer
Employment Relations Manager
Talent Management Specialist
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